Motivation

Right Fit Leading: See It from Their Seat

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We see so many stories about getting away from bad bosses or choosing to be happy when things do not go well at work. These are certainly coping mechanisms; however, they put all the responsibility, and sometimes the blame, on the employee. This is because they are often the only ones in a bad situation who are REQUIRED to change. I am sure you heard something like, “the leader has the deciding vote.” While true, it can often make a bad situation worse. So, I urge leaders to grade themselves every day using the eyes and viewpoint of their workforce. See what you are doing from their seat. If you cannot see it, ask them. Nevertheless, be prepared because you may not like what you hear. The interesting thing is that even if you do not ask them, they are telling you what is right and wrong if you will only listen. When you grade yourself, ask the tough questions: Did I tell them their work is important? Did I clearly explain why I was not satisfied with the outcome? Did I make the review about the task or about the person? Did I consider both? Did I treat the person the way I want to be treated? Did I give them a chance to give their side of the story? Did I give them a chance to use their expertise? Was I clear about what I wanted at the beginning? Asking these questions on a daily basis, or at least each time a major task is completed, can deliver two valuable things to your leadership journey. First, they will give a voice to those you lead. Second, they will remind you about what is important. I have two personal philosophies that guide my daily efforts whether I am leading, following, or collaborating. Expectation, Value, and Return (EVR): I developed the concept to generate a greater focus in social media activities. Today, I know it is so much more. EVR is working together to deliver on an expectation of shared value and a worthy return on each participant’s investment of time and attention. Dedication, Detail, Discipline (3D): My coaching philosophy is useful every day and for any leadership situation. In this approach, your team agrees to commit to be dedicated, focus on vital details, and honor discipline in all things. Leaders can, initially, focus in on the first “D” and dedicate efforts to great relationships with employees. Standing by to discuss with you at your convenience.

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Right Fit Leading: More on Motivationally Intelligent Leadership

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I have already posted about emotional intelligence (EI), as have many experts in various fields of endeavor. I have also recently discussed how engaged interaction and EI combine to foster success. Engaged interaction employs flexible, full-range communications to ensure that all parties listen, hear, and understand, and that all parties continue the interaction until shared understanding is achieved. Success in these areas can deliver career success, helping leaders and teams build a collaborative culture, emphasize everyone’s strengths, and work to improve weaknesses.  Now I wish to share with you motivationally intelligent leadership, which starts with emotional intelligence. This helps leaders learn and master six leadership styles: coercive, authoritative, affiliative, democratic, pacesetting, and coaching according to experts in this area. Paying attention to your and to the emotions of others can save time by directing energies more effectively and by expanding opportunities throughout the organization. Teams can employ strategic flexibility to drive intentional changes and adapt to environmental influences. Strategic flexibility is changing the message in response to internal and external influences to increase the chances that the message will achieve its desired result. There are several steps: (1) Assess the situation; (2) Evaluate the communication environment; (3) Use various skills (tone of voice, gestures, expressions, body language, etc.); (4) Be creative; (5) Don’t be afraid to adapt or change; and (6) Reassess and reevaluate.

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Right Fit Leading: Motivationally Intelligent Leadership

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This is an area of leadership I\’m exploring by presenting new leadership training. In this approach, emotional intelligence serves as a valuable tool and knowledge base in the workplace. By creating empathic and trusting relationships, business environments can be not only more productive, but also positive and engaging. Effective leaders define the roles of each team member because there is an understanding that anyone might fill any team role at one time or another. Great leaders find the common benefit to the organization and the person where possible. Great leaders find managers who can grow and nurture the team. Please share your thoughts!

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Right Fit Leading: Good Leaders Are Great Communicators!

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I conducted a leadership trait and communication workshop for my organization yesterday.  This was an inclusive look at leadership that got everyone involved.   Part of what we learned as a group is that great communicators keep every member of the team motivated and involved.  They work overtime to determine whether the receiver is fully decoding the message and to seek feedback.  This allows engagement with your team to determine how to deliver messages that are valuable.  If the message is not received in the way intended, great communicators use the feedback they receive to make adjustments in the form of help, advice, or guidance.   Good organizational dynamics start with ensuring active listening that uses effective techniques such as questioning, paraphrasing, and summarizing to understand ideas. Energizing the leader within requires that you model the appropriate behavior to establish positive norms, create freedom of expression in team members, and ensure clear expectations throughout teams. Leaders can engage in style diversity to ensure an open and creative culture that is collaborative.  They work to ensure ongoing self-assessment to examine how well the team is functioning and to determine what might interfere with effectiveness.   How do YOU ensure great communications with your team?

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Right Fit Leading: The Importance of Recognition

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The absence of recognition is a sign of a lack of attention or caring on the part of the leader.   If those you lead are doing a great job or even a good job, let them know about it.  This is important to motivation and can make a lasting impression not only on the one you praise but on those who hear about it.   If those you lead are not doing what is required of them, find ways to motivate them to improved performance.  The time you spend leading them from good to great is the most valuable time you can give them as a leader.   Most important for your team is the fact that whether you are recognizing stellar performers or mentoring potential stars, you are showing a personal connection to the goal.  That will serve you and your team well today and tomorrow.   How good are YOU at recognizing those you lead?

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Right Fit Leading: Lead with Enthusiasm, Passion, Commitment

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Enthusiasm, passion, and commitment are contagious when they are public.   Let your team gain energy as they emulate this kind of drive in their leadership.  Don’t mistake activity for energy.  Do the things that matter and the positive energy that is created will spark your organization to do great things.   In many cases, this will be the leading factor in retention of your most valuable asset: people.

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